The Scorecard Solution: Measure What Matters and Drive Sustainable Growth (Dan E. King, 2015)

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Review: Technical approach on what a business need and pretty detail on every business segment, especially good for business owners who needs indicators to function. Rated: 8.5/10


  • Market intelligence
  • Overachievement of goal
  • Leading indicators:
    • Execution misses in technology: create leading metrics for technology projects
    • No consequences for poor performance: individual goal review on a monthly or quarterly basis as well as enterprise-wide talent assessment
    • Flawed strategy planning caused by minimal competitive information: apply a data-centric approach to planning collect - marketplace intelligence, competitive analysis, and internal assessment of capabilities
    • No talent pipeline: quarterly talent assessment process and robust talent pipeline
  • Don’t blame the budget when things are going South

  • Organisational Prowess Scorecard (OPS):
    • Strategy on internal data:
      • Competitors identified
      • Owner of marketplace intelligence assigned
      • Competitor strategic intent known
      • Competitor organisational alignment understood
      • Competitor financial health known
      • Marketplace data reviewed quarterly
      • Competitive data influences your strategy
    • Strategy on external data:
      • Adopted SWOT template
      • Owner of SWOT analysis identified
      • SWOT conducted/reviewed every 6 months
      • Weaknesses are addressed with urgency
      • SWOT is leveraged in the planning process
    • Strategy planning meeting:
      • Formal 2-day offsite session annually
      • 6-month calibration session
      • External facilitator utilised
      • Session participation role driven, not title driven
      • Prework referred to and relied upon during offsite
      • Innovative brainstorming occurs
      • Prioritisation protocol used to filter strategic options
      • Communication plan developed to share outcomes with entire organisation
      • Strategy champion appointed
      • Strategy execution template designed and adopted
    • Strategy execution team:
      • Strategy owners in place
        • An owner for each documented strategy
        • Assembling method for execution team
        • Time dedicated to working on strategy vs daily tasks
      • Strategy dashboards in place for each team
        • Frequency of dashboard published
        • Viewer of dashboard and their action
        • Leading indicators in dashboard
        • Course-correction actions
      • Execution teams formed
        • With talent plan
      • Monthly review of individual goals - all team members
      • Monthly strategy reviews with senior team
        • Organisational capabilities evaluation
      • Accountability and consequences for results (good and bad)
        • Cultural alignment for individuals
        • Clear consequences
      • Discretionary effort evident among execution team members
      • Overachievement intentional
    • Execution support elements:
      • Compensation plans align with overachievement efforts
      • Business intelligence/business analytics (BI/BA) architecture exists
      • BI analysts in place
      • Analysts provide strategic insights for execution teams
      • Frontline managers make data-driven decisions
      • Technology goals align with the business
      • Technology enables and accelerates business growth
      • Technology is metric driven
      • Technology leadership continuously seeks best practice
      • Technology scales with the business without increasing costs as percentage of revenue
    • Talent:
      • Talent assessment happens in conjunction with planning
      • Talent upgrading institutionalised
      • Annual talent review enterprise-wide
      • External expertise brought in for conversations
      • Top talent hired when discovered - a place is made
      • Managers measured on talent density
      • Senior leaders all “A” players
      • “A” players in mission-critical roles
  • Strategic choices = SWOT analysis + marketplace scan + competitive landscape
  • Execute today with an eye toward tomorrow
    • Growth initiatives
    • Execution dashboard
    • Tactical excellence
    • Long-range visioning
    • Talent plan
    • Marketplace analysis
  • Offsite work session
    • Participants internalise the perwork material
      • Provide quality facilitation
    • Segregate planning from the day job
    • Choose participants based on insight, not rank
    • Allow enough time for the process to unfold
  • Execution framework elements
    • Execution champion
    • Strategic ownership
    • Strategy communication plan
    • Expertise
    • Individual goals/accountability
    • Dashboard and review
    • Executive support
    • Consequences of results (good and bad)
  • Leader competency scorecard
    • Leadership competency
      • Hires “A” people
      • Develops people
      • Removes underperformers
      • Treats people with respect
      • Positive influence of others
      • Articulates the vision
      • Encouraging - coaches others
    • Personal competencies
      • Integrity/honesty
      • Organisation and planning
      • Calm under pressure
      • Aggressive
      • Moves fast
      • Follows through on commitment
    • Intellectual competencies
      • Brainpower/learns quickly
      • Analysis skills
      • Strategic thinking/visioning
      • Creative innovation
      • Attention to detail
    • Motivational competencies
      • Enthusiasm/ability to motivate others
      • Persistent
      • Proactive/takes initiative
      • Work ethic
      • Sets high standards
    • Interpersonal competencies
      • Listening skills
      • Open to criticism and others’ ideas
      • Written communication
      • Teamwork
      • Persuasive
      • Holds people accountable
    • Technical/function competencies
      • Knowledge of industry
  • Expert competency scorecard
      • Subject matter competencies
      • Possesses all requisite skills
      • Applies best practice
      • Internal expert - opinion is valued
      • Treats people with respect
      • Positive influence of others
      • Encouraging - coaches others
    • Personal competencies
      • Shows integrity/honesty
      • Reliable/shows up
      • Calm under pressure
      • Applies discretionary effort
      • Efficient/gets things done
      • Follows through on commitment
    • Intellectual competencies
      • Brainpower/learns quickly
      • Thinks it through - offer solutions
      • Sees the big picture
      • Creative when necessary/innovates
      • Attention to detail
    • Motivational competencies
      • Enthusiasm/ability to motivate others
      • Persistent
      • Proactive/takes initiative
      • Has strong work ethic
      • Sets high standards
    • Interpersonal competencies
      • Has good listening skills
      • Open to criticism and others’ ideas
      • Skilled at written communication
      • Skilled at oral communication
      • Is a team player
      • Collaborates with peers
  • Talent management spectrum
    • Reactive: talent erosion
    • Tactical: fill openings
    • Strategic: talent upgrades a core capability
  • Talent management practices
    • Excessive churn
    • Systematic upgrading
    • Status quo
  • Get strategy, execution, talent (SET) to GrOw
  • Throes: intense or violent pain and struggle, especially accompanying birth, death, or great change.
  • Playbook metrics:
    • Action items
      • Strategy planning preparation
      • Execution team dashboards
      • Talent assessment - mission-critical roles
    • Owner
    • Milestones
    • Leading metrics
    • Status review data
    • Comments

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